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Dave Rutter Head, Armed Forces and Veterans’ Health Department of Health

Multinational Perspectives on the Transition Experience Transition from the Armed Forces – UK experience. Dave Rutter Head, Armed Forces and Veterans’ Health Department of Health. Outline. The Armed Forces Covenant Profile Transition The challenges. The Armed Forces Covenant. Transition.

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Dave Rutter Head, Armed Forces and Veterans’ Health Department of Health

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  1. Multinational Perspectives on the Transition ExperienceTransition from the Armed Forces – UK experience Dave Rutter Head, Armed Forces and Veterans’ Health Department of Health

  2. Outline • The Armed Forces Covenant • Profile • Transition • The challenges Multinational Perspectives on the Transition Experience - September 24th 2013

  3. The Armed Forces Covenant • Transition Multinational Perspectives on the Transition Experience - September 24th 2013

  4. Profile • Approx 20,000 Armed Forces Personnel leave on an annual basis • Each has access to tailored support and advice in the years leading up to the time of departure • The vast majority leave fit and well with their lives enriched as a result of their time serving in the Forces Multinational Perspectives on the Transition Experience - September 24th 2013

  5. Transition “A good transition is one that enables ex-Service personnel to be sufficiently resilient to adapt successfully to civilian life, both now and in the future. This resilience includes financial, psychological, and emotional resilience, and encompasses the ex-Service person and their immediate families.” (FIMT – Transition Mapping Study Aug 2013) But what does a bad transition look like? “ unemployed, family breakdown, poor health, debt….” Multinational Perspectives on the Transition Experience - September 24th 2013

  6. The Challenges •Differences between military and civilian life are vastly underestimated and the cultural differences can come as a surprise; •The extent to which a Service leaver’s family is able to help is often reflected in transition success, but is rarely considered; •Financial demands of civilian life can come as a shock, and a Service leaver's individual life skills overall can be under-developed; •Experiences of transition vary greatly, depending on personal attitude to transition as well as social context; •The range of help for Service leavers can be difficult to understand and navigate; Multinational Perspectives on the Transition Experience - September 24th 2013

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  8. TransitionsThe Australian Experience Major General Gerard Fogarty Head People Capability

  9. Navy Total permanent workforce: 13601 Males: 81.7% Females:18.3% Army Total permanent workforce: 28440 Males: 88.8% Females: 11.2% Air Force Total permanent workforce: 14064 Males: 82.4% Females: 17.6% ADF Total permanent workforce: 56105 Males: 85.5% Females: 14.5% • Context As of 1 September 2013

  10. Separation profile

  11. Separation profile- by gender

  12. Australian Defence Force Transition Centres Robertson Barracks 14 locations across Australia HMAS Cairns Lavarack Barracks Gallipoli Barracks RAAF Williamtown Sydney Liverpool RAAF Richmond HMAS Stirling Edinburgh Park HMAS Albatross Canberra RAAF Wagga Bandiana Melbourne

  13. Support Services • Seminars • Administration • Assistance* • Education and training • Career advice • Resume coaching • Financial counselling • * Assistance is based on length of service and mode of discharge • Star ranks receive additional benefits

  14. Questions

  15. Canadian Perspective: Transition from Military Service to Civilian Life True Patriot Love Multinational Symposium on Veteran Transition Dr. David Pedlar, Director of Research Veterans Affairs Canada London, UK September 24, 2013

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  17. Canadian Perspective: Transition from Military Service to Civilian Life True Patriot Love Multinational Symposium on Veteran Transition Dr. David Pedlar, Director of Research Veterans Affairs Canada London, UK September 24, 2013

  18. Outline • What is transition ? • Mandate • Partnership • Life after service • Programs

  19. What is transition from military service to civilian life ? • Multidimensional process: • Administrative • Income • Cultural • Work and employment • Health care systems • Families • Community Veterans' Well-Being Conceptual Framework, Jan 2013.

  20. Mandate The Department of Veterans Affairs Act charges the Minister with: “...the care, treatment, or re-establishment in civil life of any person who served in the Canadian Forces...and the care of their dependents or survivors...”

  21. Veterans Affairs Canada-Canadian Armed Forces (VAC-CAF) Partnership Partnership strengthened through increased communication, collaboration and joint initiatives under a joint governance structure, including • VAC-CAF Steering Committee • Memorandum of Understanding • Program Arrangements

  22. Canadian Armed Forces Veterans “The Big Picture” • Still serving • 98,000 currently in uniform • 88% men • Releasing • 5,000 release annually • 20-25% medical release • Average age: 37 • Veterans • 595,000 total Canadian Armed Forces Veterans • 87% men • Average age: 56

  23. Adjustment to Civilian Life Survey on Transition to Civilian Life, Jan 2011. Post-military adjustment to civilian life, May 2013. • Adjustment • 62% report an easy adjustment to civilian life • 25% had a difficult adjustment More likely to face difficulties: • Medical release • Mid-career release (10-19 years) • Involuntary release • Early departure • Lower ranks • Army

  24. Income and Employment After Service • Income • Declines 10% in first three years, then exceeds pre-release levels after six years • Much variation across individuals • Low income rates among Veterans are half that of the general population • Employment • 89% of Veterans work after release • Unemployment rate similar to Canadian rate • Some face challenges • Finding a job • Skills translation • Status transfer • Workplace culture • Income Study: Regular Force Veteran Report, Jan 2011.

  25. Health After Service • Compared to Canadians in general: • Higher prevalence of: • Arthritis • Back problems, • Anxiety disorders • Chronic pain • Co-occurrence of physical and mental health conditions • Need for case management Survey on Transition to Civilian Life, Jan 2011.

  26. Benefits and Services for Transitioning Veterans • New Veterans Charter implemented in 2006 • Suite of programs designed to meet transition needs of modern-day Veterans and their families • Benefits build upon one another and promote a positive outcome for Veterans and their families • Rehabilitation Services (medical, psycho-social, and vocational) • Financial Benefits, including monthly earnings loss benefit while in Rehabilitation • Disability Compensation • Health Benefits • Career Transition Services • Case Management

  27. THANK YOU.

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  29. “The willingness with which our young people are likely to serve in any war, no matter how justified, shall be directly proportional to how they perceive the Veterans of earlier wars were treated and appreciated by their nation.”–General George Washington November 10th, 1781 UNCLASSIFIED//FOUO

  30. Campaign Framework Mission Soldier for Life enables Army, governmental, and community efforts to facilitate successful reintegration of our Soldiers, Veterans, and their Families in order to keep them Army Strong and instill their values, ethos, and leadership within communities. Army End State Serve Strong Government Start Strong Reintegrate Strong Employment Healthcare Community Remain Strong Education Information Objectives Mindset– Inculcate the SFL mindset across our Army Family. Access– Improve Soldier, Veteran and Family access to employment, education, and healthcare. Relationships– Encourage community relationships that embrace, support, and enable, Soldiers, Veterans, and their Families. Trust – Enable Army, government, and community efforts to Sustain the All-volunteer Army.

  31. Soldier Life Cycle • Serve Strong • Professional IET experience • Embraces Army Values and Warrior Ethos • Receives proper reception at Unit • PME supports continued development • ACT / COOL / Credentialing opportunities 2 • Start Strong • Professionally • recruited • Positive image of Army and SFL concept • Community supports • Linked to a PaYS Partner 1 Serve Strong Start Strong Reintegrate Strong Remain Strong • Reintegrate Strong • ImprovedACAP process • Provided Apprenticeship / Internship • Opportunities • Community Action Teams and Jobs • Coalitions reintegrate Soldiers • Leverages nationwide network of • providers • Remain Strong • Positive Community Reception • Enabled VSO , MSOs , AUSA and • Retiree chapters assist • Serves as a mentor and • Veteran Community Leader • Sustains All-Volunteer Army 3 4

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